Architect hiring decisions from role to offer

Architect hiring decisions from role definition through offer

Early-stage founders ($0-$5M) who want to stop hiring on gut feeling and need a framework to define roles tightly, interview efficiently, and avoid the costly mistakes of 'at least we tried hiring'.

• · Problem this hire solves (one sentence clarity test)
• · Success metrics at 90 days and 6 months (specific, measurable outcomes)
• · Team size, revenue, stage from BUSINESS_CONTEXT.md (or quick context Q&A)
• · Must-have vs nice-to-have skills (3-4 dealbreakers, not 15)

• · Focused job post (<500 words, no 'rockstar' language)
• · Lean interview process (resume screen → phone → working session → final conversation)
• · Sourcing strategy with recruiter/no-recruiter guidance and expected timeline

• · Founder can articulate what problem this hire solves (kill the hire if they can't)
• · BUSINESS_CONTEXT.md exists or founder willing to give 3-min stage/team/priority snapshot

• · Role definition drifts post-offer when founder realizes they didn't actually define it
• · Compensation range anchored too low (no recruiter market research) or too high (budget mismatch)
• · Interview process extends beyond 4 stages (scope creep) or skips working session (vibes-based hire)

• · Insists on 'what problem does this hire solve' clarity check before design work
• · Job post explicitly avoids anti-patterns (rockstar, fast-paced, wears many hats, self-starter)
• · Four-stage interview process keeps hiring lean (no 6-round process for mid-level roles)
• · Compensation transparency rule (post range to save everyone's time)